Recruiting Bloggers.com

Should college students pay for internships to get into medical sales?

By Peggy McKee, the Medical Sales Recruiter:

 
Internships can be tremendously valuable to college students looking for that resume experience, but I recently came across an article about how some college students are paying for the privilege.  Bad idea.  There are better ways to spend your money…like custom consulting from a recruiter in the industry you’re heading for.  You can learn what specific actions you can take that will provide immediate as well as long-term benefits, and you can learn about how to position yourself for long-term success in medical sales, laboratory sales, clinical diagnostics sales, biotechnology sales, medical device sales, hospital equipment sales, imaging sales, pathology sales, DNA products sales, and healthcare sales, management, and marketing.

Click here for custom consulting options from a leading national recruiter in medical sales…PHC Consulting.

What Does a Resume Writer Do?

by Jacqui Barrett-Poindexter

Okay, so by default, I weave guidance into my in-depth resume writing processes that smacks of coaching.  Recently, Recruiting Animal (@Animal) took note of this in his blog post: “The Resume Writer.”

However, today, I beg to differentiate myself: I am a word wrangler, message clarifier and career story teller (i.e., resume writer) – not a career coach. At the end of the day, my clients hire me for the influential ‘words’ that erupt from the virtual and literal pages that we create, for the words that spring from their lips during job interviews, networking conversations or when caught unaware in casual conversation.

As well, my job as a career writer is to push, prod, ask the reporter’s ‘who, what, where, when and why’ questions, drive for deeper understanding of where the job seeker has been and even more importantly, provide them the spade to unearth their unique value drivers that help define where they want to go!

How RiseSmart Is Disrupting Outplacement

By Richard Becker 

When RiseSmart first entered the recruiting industry in 2008, it set its sights on a specific niche. One year later, RiseSmart shifted its business model to include outplacement. The difference between the two places presents a case study in disruptive business. 

RiseSmart is a provider of Web-enabled outplacement and job search services. The former helps laid-off employees find jobs faster. The latter helps professionals find jobs in the $100k market. 

"Our initial thought was that we would need to make significant traction with a B2C offering in order to build interest in the B2B solution," says Sanjay Sathe, founder and CEO of RiseSmart. "But the moment we introduced Transition Concierge in the second half of last year ... we had an extraordinary amount of interest, and were signing up Fortune 500 companies almost immediately." 

Cover or Uncovered???

By Harry Urschel

I’m often asked how important a cover letter is when submitting a resume for a position, or if one is even necessary at all. My answer is: “It depends.”

Who is receiving your resume? If it’s being sent to a recruiter, or you are applying to an online system, you can be virtually guaranteed that a cover letter would not be even looked at, much less read. The volume of resumes that go through a normal recruiting process makes it all but impossible for cover letters to be considered in addition to resumes.

A recruiter focuses on the resumes looking for prior work experience that matches the job requirement as closely as possible and quickly discarding those that don’t show the obvious fit. When there are dozens, or hundreds of applicants as there often are in today’s job market, there are simply not enough hours in the day to pore over every resume and cover letter thoroughly.

If you are submitting a resume to a recruiter or through an online system, don’t bother taking the time to write a cover letter. It won’t get read.

Job Interview Tip: How to Handle Behavioral Interviews

By Peggy McKee, the Medical Sales Recruiter

It’s likely you’re going to find yourself in a behavioral job interview sometime in your job search.  Do you know how to handle it? 

Behavioral interviews focus on past job behavior and performance (what did you do in a given situation) with the idea that this information will predict your future behavior and performance.  Behavioral interviews are really much more informative for employers than a “what do you know how to do?” interview, and more and more hiring managers are using some version of it.  (Here’s a previous post on STAR Interviews.)

What do you need to know?

Are Recruiters Violating Privacy By Digging Deep?

By Richard Becker 

"Recruiters shouldn’t care about that Facebook picture of your beer pong game in college." — Shel Holtz, ABC, principal of Holtz Communication + Technology.

Holtz calls the increasing shift toward total transparency a cultural transition, spurred on by social media. And, as a consequence, "Animal House [by Millennials] behavior really shouldn’t matter to hiring managers today." 

The communication has sparked an interesting conversation, with Jen Zingheim, Media Bullseye, wondering if "Millenials are perhaps setting themselves up for future problems, because it's hard to put that privacy genie back in the bottle." At the same time, she recognizes that she came from a different era, one that celebrated the separation of professional and personal, work and play.

Five Social Media Rules for Your Job Search

By Harry Urschel

Looking for a new job? Be smart online! Your activity on the internet may make or break your chances of getting a job you want. Too often people sabotage their job search by leaving a trail online of careless, controversial, or foolish posts, pictures, or comments. Others use their time online to create an image that screams “Hire me!”

Here are five rules to follow to help insure your success:

Tips for Closing the Job Interview and Getting a Job Offer

By:  Peggy McKee, the Medical Sales Recruiter

Jobs in medical sales, healthcare sales, biotechnology sales, lab sales, clinical diagnostics sales, DNA/genetics sales, medical supplies sales, medical equipment sales, and pharmaceutical sales are challenging, lucrative, and therefore….competitive. 

If you want an edge in your sales interview, here it is:  today’s video covers closing the interview.  When to close, what to say, and how to deal with objections or non-answers.

Do You Know What You’re Looking For?

By Harry Urschel

So often, I have people that are looking for a new job, network with me but they can’t tell me what kind of position they are seeking. Sometimes they only know they don’t want to do the same thing as their previous position, or they don’t want to ‘limit’ their options, or they just don’t know what’s available. They tell me they are “open right now”.

I can’t help you if you can’t tell me what it is you want!

That may sound obvious, but to a great many job seekers it’s the biggest obstacle to getting meaningful leads. Before you send your resume to a job posting, or go to a networking meeting, or pursue specific companies, take the time and put in the effort to figure out what you want to do and what you are looking for.

Here are some ways to help you figure that out:

Dear Entry-Level Medical Sales Candidate,

By Peggy McKee

I just finished up searching for 4 specific jobs where the company wanted to find someone with an undergrad science degree (biology, chemistry, etc.). But really, they could live without the science degree if they found the right person with the kind of personality, drive, desire and presence they needed.

So, the upshot is that for some areas of medical sales, a science background is a plus, but not always required.

(Go to www.phcconsulting.com/ to see if there are any that interest you.)